HRM Notes

Seven Important Roles of HRM

1. Staffing : Development of a staffing plan, policies to encourage
multiculturalism at workplace, recruitment, selection
2. Development of workplace policies
3. Conoensation and Benefits Administration
4. Retention: 90% of managers think employees leave as a result of
pay
5. Training and development:job skills training, communication
trainings, team building activities, ethics training
6. Dealing with laws affecting employment : health care requirements,
compensation requirements, worker safety laws, labor laws
7. Worker protection : chemical hazards, heating and ventilation
requirements, protection of private employee info
Other Roles:

• Communication skills and management skills

• Awareness of external factors :Globalization and offshoring, changes
to employment law, health care costs, employee expectations,
diversitt of the work force, changing demographics of the workforce,
a more highly educated workforce, layoffs and downsizing,
technology used, such as HR databases.
Skills Needed for HRM
1. Organization
2. Multi tasking: work on more than one task at a time. May have to
deal with employee issue one minute and then switch and deal
with recruitment.
3. People Management : Deal with variety of people, communication
ability goes along with people management.
4. Strategic mind set:
5. Ethica and a sense of fairness
Ulrich HR Model
• A common way to look at HRM strategic planning.
• Changed the view of HR: no longer merley a functional area, HR
became more of a partenership with the organization.
• His model looks at five main areas of HR:
1. Strategic partener :partenership with entire organization to ensure
alignment of HR function with the needs of organization.
2. Change agent: The skill to anticipate and respond to change within
the HR function, but as a company as a whole.
3. Administrative and functional expert:understand and implement
policies, procedures, and processes that relate to HR strategic plan
Ulrich Model Contd.
4. Human capital developer: to develop talent that is projected to be
needed in the future.
5. Employee advocate: works for employees currently within
organization.